Build Stronger Employee Brands

Getting a jump on 2018 goals at Roccam Recruiting for helping our non-profit clients build stronger employer brands and strengthen talent acquisition programs, we are introducing our 4 Principals for Candidate Experience. Our interactions with your future team members will be:
-       Responsive and informative in communications
-       Fair and consistent in evaluations and interviews
-       Clear and timely regarding next steps and decisions
-       Sincere in building relationships with candidates progressing in their careers

Next up is applying these recruiting principals in action for each unique client, to policies, procedures and measuring impact. What are your guiding principals?

How LinkedIn is Scaling Marketing Ops

Above: Ian Scherr of CNET, Nicolas Draca of LinkedIn  Image Credit: Michael O'Donnell/VentureBeat

Above: Ian Scherr of CNET, Nicolas Draca of LinkedIn
Image Credit: Michael O'Donnell/VentureBeat

At GrowthBeat, Nicolas Draca, Head of Global Marketing Operations for LinkedIn gave three secrets to their success in rapidly scaling the team.

  1. Culture fit first.  All staff have veto power in the interview process. 
  2. Express your passion.  LinkedIn is looking for "owners."
  3. Know the next move.  Always look ahead to growing the team and paths for individual players.

LinkedIn is constantly looking to train individuals in their ability to interact and influence.  A skill they believe helps employees be more effective leaders on internal teams, but undoubtedly a skill that helps in promoting the business to partners and end-customers alike.


Be Excellent By Working Less In a recent Opinion Ed at NYTimes, Relax! You'll Be More Productive, Tony Schwartz author of “Be Excellent at Anything”  recounts the research proving over and over that performance is tied to rejuvenation and humans are "meant to pulse between spending and recovering energy."

Here are a few of the stats:


- study of nearly 400 employees, published last year, researchers found that sleeping too little — defined as less than six hours each night — was one of the best predictors of on-the-job burn-out.

-  Stanford researcher Cheri D. Mah found that when she got male basketball players to sleep 10 hours a night, their performances in practice dramatically improved: free-throw and three-point shooting each increased by an average of 9 percent.


- In 2006, the accounting firm Ernst & Young did an internal study of its employees and found that for each additional 10 hours of vacation employees took, their year-end performance ratings from supervisors (on a scale of one to five) improved by 8 percent. Frequent vacationers were also significantly less likely to leave the firm.


- Professor K. Anders Ericsson and his colleagues at Florida State University have studied elite performers, including musicians, athletes, actors and chess players. In each of these fields, Dr. Ericsson found that the best performers typically practice in uninterrupted sessions that last no more than 90 minutes. They begin in the morning, take a break between sessions, and rarely work for more than four and a half hours in any given day.

To this I'll add one additional suggestion.